Presentation for: Minnesota Supervisors’ Conference Association

Scott Nelson Certified Leadership Coach Senior Partner | Clarity Central scott@claritycentral.net 763-350-3886

Change is inevitable and learning how to align with it instead of resisting it is the key. Growth is intentional. Support others with intentionality to clarify their purpose, experience and outcome. Understanding the different stages of change and knowing how to identify where you and your team are in the different stages of change makes growth possible.

Actions for leading change is strategic and specific to each supervisor. Individuals in different operational roles go through change later and more slowly than those in higher roles where the decision regarding the change was made. Effective communication creates a culture where new behaviors and practices become the norm with a curiosity about others’ perceptions and ideas.

LeadingThroughChange“taking the Uff-da out of supervision in times of change”

Presented by:

Scott Nelson September 10, 2018

Scott Nelson is a leadership coach and corporate communications trainer. His emotional intelligence, authentic feedback and ability to teach personal awareness have been key to his success in developing others. Scott’s coaching career began in 2005 as a certified leadership coach with the Ideal Coaching Academy. Since 2010, he has been a senior partner at Clarity Central based in Minneapolis, MN.

Scott started his career as a sales manager while also training and speaking on the topic of influential communication. He then began working at Mayo Clinic as a conflict resolution mediator. Scott has done post-graduate work in ontology following his BBA in Management. He is also an adjunct faculty instructor for the University of St. Thomas Opus College of Business Executive Education.

Scott’s experience involves several industries as well as many different organizational and personality types. He has worked with people of incredibly varied backgrounds including Maasai tribes in Tanzania, executives in corporations, leaders in health care, schools, non-profits, local and federal government.

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LeadingThroughChange “Leadership is the capacity to translate vision into reality.” - Warren Bennis Ø Persuade – create believability

“People are persuaded more by the depth of your passion than the height of your logic.” - David Peoples

Ø Motivate – create enthusiasm “Nothing great was ever achieved without enthusiasm.” - Ralph Waldo Emerson

Ø Collaborate – create participation “Today’s leaders must be partners with their people; they no longer can lead solely based on positional power.” - Ken Blanchard

DefineRoles&SetExpectations • Clarifies What’s Needed to Succeed • Defines the Parameters of the Relationship • Opens the Lines of Communication

“As we work through this change, my primary roles and responsibilities are:”

“As we work through this change, here is what I’m committed to:”

“As we work through this change, here’s what you can expect from me:”

“As we work through this change, here is what I need from you.”

“As we work through this change, what do you need from me?”

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ChangeCurve

“Never doubt that a small group of thoughtful, committed people can change the world; indeed, it’s the only thing that ever has.” - Margaret Mead

Commitment Opportunity Self-confidence Denial Enthusiasm Exploration Growth Questions Relief Challenges Resistance Searching Confusion Understanding Frustration Hopeful Anger Blame Fear Scarcity Anxiety Self-doubt

“The secret of change is to focus all of your energy, not on fighting the old, but on building the new.” - Socrates

UnderstandingResistance Behind every complaint is a hidden request.

Ø Lack of understanding: “I don’t get it” What to do: Teach

Ø Negative emotional reaction: “I don’t like it” What to do: Acknowledge vs Convince

Then: Curiosity

Ø Lack of relationship: “I don’t trust you” What to do: Relational Leadership

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ActionsforLeadingChange

Denial Stage • Give as much information as possible • Repeatedly let them know it will happen • Give them time to let it sink in

Resistance Stage

• Acknowledge people’s fears • Address their perceived losses • Be curious and listen

Exploration Stage

• Set short-term goals • Provide training and support • Encourage teamwork and collaboration

Commitment Stage

• Celebrate successes • Reward positive behaviors • Prepare for ongoing change

Employee

Denial Stage

Resistance Stage

Exploration Stage

Commitment Stage

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